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It is better
to not be on
the web than
to be on and
not know why
John Sumser

Reality
is more
complex
than
it seems.
John Gall

OUR HOME

The first steps are pretty obvious: 

• acknowledging receipt of an application, 
• avoiding postings that say little or insult the intelligence, 
• eliminating out of date postings,
• monitoring an application against open opportunities, 
• staying in touch with relevant information, 
• letting the candidate know when their application is going to be flushed from the system,
• having a privacy policy,
• providing material that is interesting to candidates,
• eliminating unnecessary 'clicks',
• making sure the website runs quickly,
• offering suggestions to those who most likely are never going to be working for you,
• describing the hiring process (how long, what's involved),
• illuminating the culture with profiles of successful members of the workforce,
• addressing known PR problems (Here at Enron, we have a renewed emphasis on ethics),
• having a clear and compelling message,
• eliminating things that waste a candidate's time,
• providing ways for candidates to build their networks,
• and so on.

Getting today's website right can be the beginning of a new era for the recruiting function in your company.